AI applicant management, built only for hiring
200 applications overnight. Your team at its limit?
KI BMS surfaces your best applicants first - an AI fit-score with the reasoning shown, not a black box. GDPR-compliant, hosted in Germany, built only for hiring, not yet another HR module.
Built by
We are Julia and Finn, the Co-Founders of KI BMS. We answer the support email ourselves, and ship with our small team.
KI BMS is built and run from Germany. We do not sell to enterprise on the side, we do not have a sales team to escape from, and we do not call anyone who did not ask first.
What HR teams say after a few weeks.
Real voices from pilot teams. Click a profile to see the LinkedIn account - no fake quotes.
"We replaced Personio + Sheets + a Trello board. Three hours back per role per week, more clarity, half as many tabs."
"The KI pre-sort isn't magic, but it's honest. I read the top 20% first and haven't missed a strong candidate since."
"Finally an ATS that doesn't look like 2008. Our MD checks the pipeline on his own now. That was the biggest win."
Pricing
Three plans. Clear, transparent, monthly.
Free to try. Basis for one HR person working seriously. Power for full recruiting capacity with KI on every job. Self-serve refund within 30 days. Hosted in Germany.
Free
Hands-on, no credit card.
€0 / month
- 2 open jobs
- 50 candidates
- 100 applications
- Full pipeline
Basis
Cheap on purpose. Enough for one person recruiting seriously.
€1 / month
- 20 open jobs
- 1,000 candidates
- 5,000 applications
- 50 email templates
- KI screening per job
Power
Full headroom for TA teams with multi-seat and KI on every job.
€10 / month
- 200 open jobs
- 20,000 candidates
- 100,000 applications
- 500 templates, 2,000 offers
- Full KI + multi-seat
FAQ
What HR teams ask us first.
Read next
Going deeper on what KI BMS is for
Hand-picked deep dives, definitions, and opinion pieces from the people who built this. No comparisons, no pricing - just the thinking behind the product.
Recruiting KPIs that actually count: measuring what improves hiring
Time-to-hire, source quality, funnel conversion and offer-accept rate - the metrics with real leverage.
KI recruiting in 2026: what artificial intelligence delivers today and where the limits are
Definition, sensible use cases, legal limits, and selection criteria for KI-assisted recruiting tools.
Applicant tracking software: what it actually does and when it pays off
Definition, feature scope, selection criteria, and the point at which the effort pays off.
Application process and severe disability: what employers concretely need to observe
Duty to invite in the public sector, application accessibility, the representative body and discrimination-free documentation.
Improving candidate experience: why every rejection shapes your employer brand
Response time, transparency, fair rejections and the small moments that decide an accept or decline.
Counteroffers: why your top candidate vanishes at the finish line
Why candidates take counteroffers, and how to defuse them before the offer.
Planning volume recruiting: filling many roles at once without losing quality
What scales and what breaks when you hire many roles at once.
Structured interviews - why they hire measurably better
Four building blocks of good structure, a 30-minute switch, a template you can steal.
Quality of hire: the metric that matters most and is hardest to measure
Why quality of hire is hard to measure, and the proxies that actually work.
Employer branding for small companies: credible without a budget
The small-company advantages in employer brand, and the no-budget levers.
Source ROI in recruiting - what LinkedIn really delivers (and when not)
LinkedIn vs Indeed vs referral. Funnel data, honest comparisons, three cost models.
Measuring probation and onboarding: why a hire is only a success after 90 days
Early attrition, probation pass rate, quality-of-hire, and the feedback loop from the 90-day outcome into the next requirements profile.
AGG-compliant recruiting in practice: hiring without discrimination and without fear
Job ad, selection, documentation and rejection - the AGG points that really matter in recruiting.
Why KI in recruiting is more than a trend - and how to tell the difference
How recruiting substantively changes with KI - beyond the hype.
GDPR in recruiting - what you actually have to do (and what you don't)
Six duties, three myths - and how a modern ATS handles half of it for you.
How to write fair rejections without spending hours on them
A real rejection template, three anti-patterns, and why 'unfortunately it didn't work out' is the wrong sentence.
Deleting applicant data: the deletion concept that goes beyond the GDPR basics
Retention windows, talent pool with consent, auto-anonymisation and the proof that deletion really happened.
Cost-per-hire: how to calculate it honestly, and where it actually drops
The honest cost-per-hire formula and the levers that actually lower it.
Anti-bias in recruiting - what actually helps, what just looks good
Six effective levers, three popular ones without effect. With research anchors.
Recruiting in small teams - without drowning in tools
Three tools instead of six - how small teams build recruiting that scales.
Ghosting in recruiting: why candidates vanish, and how to reduce it
The upstream causes of candidate ghosting, and the levers you actually control.
Agentic HR - what happens when multiple KI work together in recruiting
What recruiting looks like with multiple KI working in parallel - and why that's a better HR person, not less HR.
Productive in two minutes.
Free. No credit card. Hosted in Germany. Export and delete are self-serve.